Employment relationship: The study of organisational dis-identification and workplace deviance

The current study was designed to test the relationship of negative employmentrelationship (psychological contract breach and abusive supervision) with workplacedeviance, and to examine the mediating role of organizational disidentification. The datawere collected from 301 employees in the several industries, such as Semiconductor,Manufacture, Service and Chemistry in Taiwan. As expected, a positive relationship wasfound between psychological contract breach, abusive supervision and organizationaldisidentification. In addition, it was found that organizational disidentification was positivelyrelated to workplace deviance. It showed that organizational disidentification mediates the relationship between negative employment relationship and workplace deviance. The resultsoffered general support for the applicability of the organizational identification theory to theperson-organization employment relationship in the workplace. Further discussion focuses on theoretical and practical implications of the observed outcomes